This week, the White House unveiled a new website where people can research tuition costs and post-graduation employment rates at colleges across America. One goal of this initiative is to help students make financially informed decisions about taking loans to pay for their education.

One surprising -- and depressing -- finding was that female graduates made less than male graduates from the same schools.

Specifically, 10 years after graduating, alumnae made less than their male counterparts at virtually every university in the government's database. However, the worst pay discrepancies were at the country's most prestigious universities.

The New York Times reported that the biggest pay gap was $58,1000 for MIT female graduates. However, the picture is just as bleak at the Ivy League universities, where Fortune reported the following pay gaps:

Experts suggest that equal pay is a complex topic to dissect since it involves people making choices that may account for a large portion of this difference. Certainly choosing to work in a specific industry or in a particular job will be the largest factor in determining your salary. And of course, personal choices will have an impact, e.g. if you take time out of the workforce to care for your family.

That said, many experts say the research shows that there remains a stubborn pay gap that exists even after all these factors are accounted and controlled for. There are certain assumptions employers make about the choices women may make or priorities they have (whether or not they make them or actually have them) that play a role in creating biases that ultimately reduce working women's' salaries and opportunities for advancement.

Many women we speak to feel certain that they are paid equally for equal work. We have no particular reason to think they aren't correct, and certainly nobody likes to think they are being treated unfairly.

On the other hand, optimism shouldn't be incompatible with a healthy skepticism about being paid your fair worth. That's where salary transparency and data releases like these come in. They're a sharp reminder that we can't always take money matters for granted.

I have been working for three years in my current role and this is my first job after completing my STEM PhD. I work at a Big Oil company, but was just offered a job by a major chemical company and another big oil company. The jobs are nearly identical to my current one, but they are paying about $30,000 to $35,000 more than I make now (20% more than I make). While I am likely to take one of the roles, I wonder, am I being underpaid or are these offers higher to try and recruit me away from my current role?

My salary and benefits package is set at a national level. How do I effectively negotiate for myself when my local contacts have no power in setting my compensation?
My local boss has agreed that a change needs to be made, has discussed on my behalf with our local senior leadership and president, all of whom agreed with the new offer (which was created without my input, so I have not idea what changes the offer included). When passed on to the national HR department, it was shot down. How do you handle negotiation when local boss and co president approve pay change, but it's denied by national HR department?
Do I try to move forward in pushing the subject, or is it time to jump ship and find a new opportunity?

Hi Everyone,
I’m going to try to make this as short as possibly yet still provide enough detail for you to assess the situation and give appropriate advice...
At my one year anniversary mark I approached my manager for a raise being that I am at a minimum $20k underpaid by local standards and the fact that since I started I took on responsibilities outside of my job description and my immediate role, my team grew from 2 people to 6 in a year’s time, the biggest team in the company. I’ve saved money for the company on more than one occasion, took leadership and allowed my manager to take on a higher profile role...
When I approached my manager he reacted positively saying that no one would dispute giving me a raise given my contribution and track record. He asked me how much I wanted and I told him that I’d like to be paid market value but did not give an actual amount, he countered that market value can be subjective considering close commute and work life balance. I agreed and said that it’s definitely something that should be taken into account. He asked me to give him a few weeks to work it out.
I waited patiently as a month passed. In the meantime I take on more responsibility etc... finally i get called into a meeting and my manager addresses my request, he proceeds to tell me that upper management would not approve a mid year raise at this time at a level that I want and to please wait until end of year (6) more months. That in order for me to get the level of raise that I want it needs to be qualified with additional responsibilities. I was shocked, I was expecting to negotiate not to be flat out denied... my morale plomitted. I walked away only to ask for another meeting that afternoon where I calmly told my manager of my dissapoitment and the fact that it was unfair that I had to take on even more responsibility yet not be compensated fairly for what I already took on. He appreciated the candor and said he’d re approach the subject... 2 more weeks pass with silence and then a promise of a high level upper management meeting with more info about my future.
After the meeting I was told that he can get me to where I want to be if I can move into a higher level role, I responded positively. He told me that he should have more info in September. Well September comes around and I am asked to start my 2018 staff planning with no mention of my future. I bring up my role saying that in order to plan for my team I need to know where my future is . We agreed that I’m moving into the direction of higher role but it’s not set in stone and a financial number is not discussed.
Well as it turns out one of my team members who has been here 6 months, approached my manager saying he has another job offer but that he would like to stay if we can adjust his compensation. I agree and encourage the adjustment being that this person is an integral part to my team. A 20$k raise is approved over night and processed even thought it’s still not the end of the year.
I understand that they could have let him go and had me pick up his work load which they did not do and this is a big deal. However I feel very hurt and slighted despite this recognition. I have devoted so much of myself to this job, emotionally and physically and I feel that if I was truly valued I would not be strung along. I feel like a fool where every month I’m being promised a resolution without a commitment.
How do I get my manager to commit to my future and speed up the approval process short of pulling the same stunt of getting another offer and asking them to match? What is your advice? I’m worried that when the raise wil come about it will not be competitive enough and I don’t want to feel like I’m being taken advantage off. Do I have any power to discuss my salary increase before it is approved, is it futile? Should I just look for a new job to move to? I give way too much of myself and produce positive results not to be compensated fairly but feel that I’m being taken advantage of because I’m being nice.
Appreciate all your advice!

I am considering a move to a new company and their maternity policy states that employees receive 3 months fully paid. It does not specify a minimum length of time one must be employed with the company to receive this benefit. Am I then legally protected to receive this benefit if I end up becoming pregnant within the first year of employment? Or must I clarify now (before deciding to accept the job) that I will receive this benefit regardless of my length of employment? I am nervous to be unhappily surprised down the road but also skeptical about bringing up this clarifying question now considering I am not currently pregnant. Would very much appreciate thoughts/help on this topic!

I have been working for three years in my current role and this is my first job after completing my STEM PhD. I work at a Big Oil company, but was just offered a job by a major chemical company and another big oil company. The jobs are nearly identical to my current one, but they are paying about $30,000 to $35,000 more than I make now (20% more than I make). While I am likely to take one of the roles, I wonder, am I being underpaid or are these offers higher to try and recruit me away from my current role?

My salary and benefits package is set at a national level. How do I effectively negotiate for myself when my local contacts have no power in setting my compensation?
My local boss has agreed that a change needs to be made, has discussed on my behalf with our local senior leadership and president, all of whom agreed with the new offer (which was created without my input, so I have not idea what changes the offer included). When passed on to the national HR department, it was shot down. How do you handle negotiation when local boss and co president approve pay change, but it's denied by national HR department?
Do I try to move forward in pushing the subject, or is it time to jump ship and find a new opportunity?

Hi Everyone,
I’m going to try to make this as short as possibly yet still provide enough detail for you to assess the situation and give appropriate advice...
At my one year anniversary mark I approached my manager for a raise being that I am at a minimum $20k underpaid by local standards and the fact that since I started I took on responsibilities outside of my job description and my immediate role, my team grew from 2 people to 6 in a year’s time, the biggest team in the company. I’ve saved money for the company on more than one occasion, took leadership and allowed my manager to take on a higher profile role...
When I approached my manager he reacted positively saying that no one would dispute giving me a raise given my contribution and track record. He asked me how much I wanted and I told him that I’d like to be paid market value but did not give an actual amount, he countered that market value can be subjective considering close commute and work life balance. I agreed and said that it’s definitely something that should be taken into account. He asked me to give him a few weeks to work it out.
I waited patiently as a month passed. In the meantime I take on more responsibility etc... finally i get called into a meeting and my manager addresses my request, he proceeds to tell me that upper management would not approve a mid year raise at this time at a level that I want and to please wait until end of year (6) more months. That in order for me to get the level of raise that I want it needs to be qualified with additional responsibilities. I was shocked, I was expecting to negotiate not to be flat out denied... my morale plomitted. I walked away only to ask for another meeting that afternoon where I calmly told my manager of my dissapoitment and the fact that it was unfair that I had to take on even more responsibility yet not be compensated fairly for what I already took on. He appreciated the candor and said he’d re approach the subject... 2 more weeks pass with silence and then a promise of a high level upper management meeting with more info about my future.
After the meeting I was told that he can get me to where I want to be if I can move into a higher level role, I responded positively. He told me that he should have more info in September. Well September comes around and I am asked to start my 2018 staff planning with no mention of my future. I bring up my role saying that in order to plan for my team I need to know where my future is . We agreed that I’m moving into the direction of higher role but it’s not set in stone and a financial number is not discussed.
Well as it turns out one of my team members who has been here 6 months, approached my manager saying he has another job offer but that he would like to stay if we can adjust his compensation. I agree and encourage the adjustment being that this person is an integral part to my team. A 20$k raise is approved over night and processed even thought it’s still not the end of the year.
I understand that they could have let him go and had me pick up his work load which they did not do and this is a big deal. However I feel very hurt and slighted despite this recognition. I have devoted so much of myself to this job, emotionally and physically and I feel that if I was truly valued I would not be strung along. I feel like a fool where every month I’m being promised a resolution without a commitment.
How do I get my manager to commit to my future and speed up the approval process short of pulling the same stunt of getting another offer and asking them to match? What is your advice? I’m worried that when the raise wil come about it will not be competitive enough and I don’t want to feel like I’m being taken advantage off. Do I have any power to discuss my salary increase before it is approved, is it futile? Should I just look for a new job to move to? I give way too much of myself and produce positive results not to be compensated fairly but feel that I’m being taken advantage of because I’m being nice.
Appreciate all your advice!

I am considering a move to a new company and their maternity policy states that employees receive 3 months fully paid. It does not specify a minimum length of time one must be employed with the company to receive this benefit. Am I then legally protected to receive this benefit if I end up becoming pregnant within the first year of employment? Or must I clarify now (before deciding to accept the job) that I will receive this benefit regardless of my length of employment? I am nervous to be unhappily surprised down the road but also skeptical about bringing up this clarifying question now considering I am not currently pregnant. Would very much appreciate thoughts/help on this topic!